I am serving as a consultant for the Pacific North West group (WA/OR/ID/MT/NV), interactingwith all levels of management and employees in the group to deliver differentiating human capitalsolutions to address critical business needs. The HR Business Partner provides full-spectrum HRsupport, including advice, counsel and action on employee relations, compliance, performance andtalent management, organizational design, compensation and benefits, and delivery of enterprise-wideHR programs and initiatives. The HR Business Partner is the employees first point ofcontact on all HR matters and will reach back to the Willscot HR Shared Services team to bring additionalsupport as needed.Responsibilities:• Partner with group leadership to build a high-performing culture, aligned with WS values• Analyze leading indicator human capital metrics and develop action plans in alignment withmanagement to reduce attrition, enhance performance, and enable strong employeeengagement• Consult with assigned employees and managers to provide effective employee relations andperformance improvement support, to include leading investigations, writing investigatoryreports, providing appropriate recommendations, and developing performance improvementplans and disciplinary measures• Support group management in developing and implementing effective organizational structuresto drive aligned performance• Serve as first point of contact for assigned group on HR-related compliance activities inconjunction with Director, Employee Relations, and WS HR Shared Services, e.g., OFCCP Audits,Affirmative Action Plans, Unemployment hearings, Workers Comp, EEOC, ADA and MedicalLeave-related situations, etc.• Coordinate with managers and WS Talent Development function to drive talent assessment,succession planning, and development within assigned group• Collaborate with managers and WS Total Rewards function to guide effective compensationdecisions.

Duties/Responsibilities:• Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.• Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.• Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.• Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance.• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.• Develops and implements departmental budget. • Facilitates professional development, training, and certification activities for HR staff.• Performs other duties as required.

A major function of this human resources position is supporting the Sr. Leadership team and all lines of business in the Pacific NW in regard to the full employee life cycle. Locations in WA include: Black Diamond, Kingston, Maltby, Pacific, Snohomish and Ten Trails. Key responsibilities include: Recruiting, Compensation and Benefits, HR Compliance, Investigations, Employee Retention and Engagement and Workplace Safety.This position ensures the human resources department maintains the right policies and procedures for employee well-being. This position works closely with the senior managers to oversee performance reviews and discover talented job candidates. Reviewing employee data, investigating employee complaints and managing the creation of new HR programs for implementation across departments are key in this growing organization. This position hosts meetings with members of the leadership team to discuss recent workplace incidents or changes to employee benefits or training programs.

Supports all levels of leadership by providing guidance and consultation in the development andimplementation of key business and human resources objectives. Functioning as the primaryresource the HR business partner has the responsibility to provide direction and consultation asrequested and on a strategic basis for a broad spectrum of HR matters including but not limitedto performance management, employee and labor relations, workforce planning, compensationand leave management.1. Actively engages with management to assist in basic knowledge of business operations,employee performance and conduct expectations. Participates in department management teammeetings. Serves as the primary contact for HR consultations.2. Counsels staff on work-related issues. Investigates and resolves charges of allegeddiscrimination, workplace violence, harassment and other complaints; and provides objective andlawful solutions in accordance with State, Federal and local laws. Attends designateddepartmental staff meetings as needed to provide resources to Human Resources policies,procedures, labor relations and business practice inquiries.3. Collaborates with managers on all aspects of workforce planning including but not limited toorganization change/transitions, acquisitions, restructuring and position description developmentand classification. Functions as the liaison for communicating changes with the labor unions.

I support several divisions in Northern Washington. The scope of my job includes: Providing human resource support and consultation to employees and leadership, to includecoaching and counseling on performance management issues, conflict management, and resolution.I work closely with the Human Resource Director for all matters beyond the scope ofbasic day-to-day personnel/compliance administration.I disseminate, implement, and monitor corporate policies, programs and procedures in the areas of administration, training, compensation, compliance, and benefits to attract, retain, and motivation ofemployees.I oversee recording and maintenance of employee information, such as; personal data, compensation, benefits, tax data, attendance, performance reviews or evaluations, disciplinary actions, and terminations.I oversee the coordination, implementation and administration of EEO/AA and Diversity Goals andObjectives including affirmative action plan requirements, investigations regarding employee issues,and implementation of diversity strategies.The position ensures area compliance with federal, state, and local laws and regulations relating to equal employment opportunity, affirmative action, unemployment compensations and any otheremployment-related legislative requirements.I coordinate with Safety Manager regarding workers' compensation, DOT, OSHA and EPA compliance.The position coordinates with Area operations and Regional Vice President Human Resources to facilitate all employment activity (i.e., hiring, disciplining, terminations, etc.) within the Area.The position is responsible for the local HR/Payroll point of contact personnel's knowledge and ability to advise and educate employees regarding benefits and company policies.

Based in Tulalip, WA, the HR Manager is responsible for all HR functions in the Tulalip store and oversees HR functions Cabela's of Union Gap, WA and Boise, ID. Areas of focus include recruitment & selection, legal & employee relations, training & development, HR reporting, performance management, legal compliance, implementation and enforcement of company policies, procedures and practices, job evaluations, benefits and payroll processing. Responsibilities:·Develops sound relationships with retail managers to fully understand business needs and deliver effective and efficient HR services in the district.·Partners with the Store and District team to build, motivate and maintain leadership teams in new and existing retail stores.·Works with the retail General Managers and District Manager to build and maintain HR plans and ensures staffing needs of the store are met. ·Works in conjunction with retail managers to identify specific staffing needs and provides recruitment services for selection and on-boarding of new employees. ·Ensures employees are treated according to company core values and the retail stores are compliant with all applicable corporate HR policies and government regulations.·Reviews employment actions and counsels retail managers on individual employee issues. ·Ensures HR operational effectiveness for home store and district by conducting HR Audits and reviewing HRIS, Scheduling and Time & Labor Management systems required to ensure basic HR information.·Ensures effective payroll and employee information is available to drive business decisions. ·Ensures efficient and accurate entry of payroll and HR information to ensure employees are paid correctly.·Develops, recommends, and maintains programs for effective employee relations, engagement, and retention.

The core purpose of this position is to consult with operational and functional management on people issues and to improve the people skills of these managers and enable them to effectively engage the workforce. During my role as a Area Human Resource Manager, I worked in several states, as I covered dual markets, up to 25+ stores at a time. (WA, AK, MT, HI, ID)• Recruit, select, develop and supervise Store HR staff (13 HR Mgr/1 HR Specialist)• Direct Assistant Store Manager and Department Manager succession management process • Partner, assist and lead the recruitment and selection of Assistant Store Managers and Department Managers with Store Management• Lead workforce planning for the area• Execute the HR strategy for defined area Metrics, tracking methods and timelines to be specified by job incumbent and manager1. A performance and development plan for each Store HR Manager.2. Development plans for Assistant Store Managers and Department Managers3. A replacement plan for Assistant Store Managers and Department Managers4. A talent acquisition (recruiting and hiring) plan for Assistant Store Managers and Department Managers5. A tactical support plan (subset of the People Support Plan) to meet area’s HR needs6. A plan for fostering good relationships between the area’s operations management and employees, and otherwise creating high employee engagement

I worked as a member of store leadership to support the companies sales and employee retention goals. I worked out of the N. Seattle, Everett, WA locations, opened up the Bellingham, WA location and prior to taking on the Area Human Resource Manager role, I was assigned to the Seattle, WA store.-Supported the region by acting as the lead HR Manager, on-boarding several new Human Resource Managers over the 4 year period.-Provided direct human resource support to 2 stores (Everett / Bellingham) for 9 months-Provided excellent employee and customer service which resulted in several store Customer Service awards over the 4 year period.-Drove branding for Lowe's and the individual stores through participating in community support projects.-Recruited and grew bench for first level supervisor (Department Manager) and Assistant Store Management training programs, as well as recruiting and supporting the regions Store Manager Training program (SMTP).

I accepted a position with Eagle Hardware and Garden, taking on the role of Personnel Training Coordinator, as Eagle Hardware was purchased by Lowe's (1999/2000). During that time frame, I assisted in the conversion as well as ensuring our employee engagement and brand had a smooth transition.-Effective recruiting, interviewing, assessment and training of essential personnel-Trained all leadership on annual and bi-weekly performance review feedback programs- Supported the open door through effective communication to new and tenured leadership team members.- Coordinated new employee on-boarding, hiring, training, and developed retention programs for specialty positions (Drivers and Install).

Aggressively drove sales growth and profits by ensuring a friendly, well trained customer responsive workforce that is highly visible on the sales floor; and by personal attention and involvement in the execution of company merchandising and operational programs and direction.By personal example, I maintained a pace setting standard with a high sense of urgency, attention to detail and a philosophy of hands-on management. In addition, I constantly upheld our corporate culture of concern for people by treating employees as individuals with dignity and respect.

As a 2nd class Petty Officer (E-5) I was in charge of a Repair Team of 5-10 shop personnel, driving repairs and new construction on several ships. I worked out of the Ship-fitters shop-where we fabricated, cut, welded and shaped metal from 1/8 inch to 3 inches in diameter.I worked off of blueprints, and created reconstruction diagrams onsite often, when called to take on more difficult repairs and requests.